<PAGE>   1
                                                                    EXHIBIT 10.7

                           DAYTON SUPERIOR CORPORATION

                             MANAGER INCENTIVE PLAN
                             ----------------------

PURPOSE:                      To provide an annual incentive bonus opportunity
-------                       for selected managers.

PARTICIPANTS:                 Managers of Dayton Superior Corporation and its
------------                  subsidiaries (collectively, the "COMPANY")
                              selected by the President with the approval of the
                              Compensation and Benefits Committee of the Board
                              of Directors ("COMPENSATION COMMITTEE").

DETERMINATION OF
BONUS OPPORTUNITY:            Targeted incentive bonus opportunity will be a
-----------------             percentage of base salary (varying by position and
                              reflecting the level of responsibility and
                              industry compensation levels), as recommended by
                              the President and approved by the Compensation
                              Committee. The targeted percentage of base salary
                              will be the midpoint between no bonus and the
                              maximum bonus payable under the Plan.

PERFORMANCE MEASURE
COMPONENTS:                   A bonus is earned by a participating manager based
----------                    on performance in one, two or three (depending on
                              the manager's position) of the following areas:
                              (i) corporate performance, (ii) divisional
                              performance, and (iii) individual performance. The
                              percentage of each manager's bonus, if any, which
                              is based on a particular component varies based on
                              the manager's position. The measures of
                              performance for each of the components are as
                              follows: (i) corporate performance is measured by
                              the Company's consolidated earnings before
                              interest, taxes, depreciation and amortization
                              ("EBITDA") (with 70% of budgeted EBITDA being
                              minimum performance, 100% of budgeted EBITDA being
                              targeted performance and 120% of budgeted EBITDA
                              being maximum performance); (ii) divisional
                              performance is measured by divisional EBITDA,
                              improvement in controlling divisional working
                              capital and success in achieving other approved
                              divisional financial goals; and (iii) individual
                              performance is measured by the manager's
                              achievement of individual goals approved by the
                              President.

PAYMENT:                      Incentive bonuses generally will be paid by March
-------                       15 of the year following the year with respect to
                              which they are earned. Unless otherwise approved,
                              a bonus will be paid only if the manager remains
                              employed by the Company through the date the
                              bonuses are paid.

EFFECTIVE DATE:               1998
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<PAGE>   2

                                                                    EXHIBIT 10.7

                           DAYTON SUPERIOR CORPORATION

                             MANAGER INCENTIVE PLAN
                             ----------------------

PURPOSE:                      To provide an annual incentive bonus opportunity
-------                       for selected managers.

PARTICIPANTS:                 Managers of Dayton Superior Corporation and its
------------                  subsidiaries (collectively, the "COMPANY")
                              selected by the President with the approval of the
                              Compensation and Benefits Committee of the Board
                              of Directors ("COMPENSATION COMMITTEE").

DETERMINATION OF
BONUS OPPORTUNITY:            Targeted incentive bonus opportunity will be a
-----------------             percentage of base salary (varying by position and
                              reflecting the level of responsibility and
                              industry compensation levels), as recommended by
                              the President and approved by the Compensation
                              Committee. The targeted percentage of base salary
                              will be the midpoint between no bonus and the
                              maximum bonus payable under the Plan.

PERFORMANCE MEASURE
COMPONENTS:                   A bonus is earned by a participating manager based
----------                    on performance in one, two or three (depending on
                              the manager's position) of the following areas:
                              (i) corporate performance, (ii) divisional
                              performance, and (iii) individual performance. The
                              percentage of each manager's bonus, if any, which
                              is based on a particular component varies based on
                              the manager's position. The measures of
                              performance for each of the components are as
                              follows: (i) corporate performance is measured by
                              the Company's consolidated earnings before
                              interest, taxes, depreciation and amortization
                              ("EBITDA") (with 70% of budgeted EBITDA being
                              minimum performance, 100% of budgeted EBITDA being
                              targeted performance and 120% of budgeted EBITDA
                              being maximum performance); (ii) divisional
                              performance is measured by divisional EBITDA,
                              improvement in controlling divisional working
                              capital and success in achieving other approved
                              divisional financial goals; and (iii) individual
                              performance is measured by the manager's
                              achievement of individual goals approved by the
                              President.

PAYMENT:                      Incentive bonuses generally will be paid by March
-------                       15 of the year following the year with respect to
                              which they are earned. Unless otherwise approved,
                              a bonus will be paid only if the manager remains
                              employed by the Company through the date the
                              bonuses are paid.

EFFECTIVE DATE:               1998
--------------